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Job Description
1. Organizational Design & Strategic Workforce Planning
• Design organization structures and restructuring options to improve effectiveness, role clarity, accountability, agility, and business alignment.
• Analyze spans of control, layers, role duplication, workforce capacity, and capability gaps.
• Develop operating model recommendations, including governance, decision rights, role accountabilities, and cross-functional ways of working.
• Design AI-augmented workforce models by identifying work to be performed by human workforce, AI tools, automation, or human-AI collaboration.
• Develop Skills-Based Organization Design by mapping critical skills, capabilities, roles, and future workforce needs to enable agile talent deployment.
• Conduct strategic workforce planning, including demand-supply analysis, skills gap assessment, scenario planning, capacity planning, and future capability planning.
• Conduct job evaluation and job architecture activities, including job analysis, JD development/revision, job calibration, job value assessment, and job grade alignment.
2. Talent Management & Succession Planning
• Develop talent management frameworks, including talent review, high-potential identification, career development, and capability development.
• Design succession planning for critical roles to ensure leadership continuity and business sustainability.
• Assess successor readiness, development gaps, talent risks, and required development actions.
• Link talent and succession planning with workforce planning, job evaluation, promotion criteria, career movement, and leadership development.
• Analyze talent data, performance trends, retention risks, and skills gaps to support people decisions.
3. Transformation & Process Improvement
• Analyze current OD/HR processes and identify improvement opportunities to enhance efficiency, governance, employee experience, and business impact.
• Conduct process mapping, gap analysis, root cause analysis, and workflow redesign.
• Develop standardized tools, templates, dashboards, and reporting mechanisms for OD, workforce planning, talent, succession, and job evaluation processes.
• Leverage data, automation, digital tools, and AI-enabled solutions to improve process efficiency and decision quality.
• Monitor improvement outcomes through metrics, governance checkpoints, and stakeholder feedback.
4. Change Management & Stakeholder Engagement
• Lead change management for organization restructuring, operating model changes, job evaluation outcomes, workforce planning, and talent transformation.
• Develop stakeholder analysis, communication plans, leadership briefing materials, and change impact assessments.
• Facilitate workshops and alignment sessions with business leaders, HR partners, and cross-functional stakeholders.
• Build understanding, buy-in, and accountability among stakeholders.
• Monitor adoption, identify resistance, and recommend actions to ensure smooth implementation.
Skills / Competencies
Emphasize change | Engagement | Consulting | Communication | Inclusion | Systems Thinking | Facilitation | Data Analysis | Project Management | Ethical Practice | Problem Solving | Teamwork & Collaboration
Qualification
Bachelor’s or Master’s Degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, Engineering, Management, or related fields. Minimum 5+ years of experience in Organization Development, HR Strategy, Workforce Planning, Talent Management, Job Evaluation, Process Improvement, HR Transformation, or related fields.
We're committed to bringing passion and customer focus to the business.
If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us.
Skills Required
- Bachelor's or Master's Degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, Engineering, Management, or related field.
- Minimum 5+ years of experience in Organization Development, HR Strategy, Workforce Planning, Talent Management, Job Evaluation, Process Improvement, or HR Transformation.
- Experience designing organization structures, operating models, governance, decision rights, and role accountabilities.
- Experience in strategic workforce planning: demand-supply analysis, skills gap assessment, scenario and capacity planning.
- Experience designing talent management and succession planning frameworks, talent reviews, and assessing successor readiness.
- Experience leading change management, stakeholder engagement, communications, workshops, and adoption monitoring for restructures or operating model changes.
- Skills in process improvement: process mapping, gap/root cause analysis, workflow redesign, and development of tools, templates, dashboards.
- Competencies: change, engagement, consulting, communication, inclusion, systems thinking, facilitation, data analysis, project management, ethical practice, problem solving, teamwork and collaboration.
What We Do
Siam Commercial Bank was established by royal charter on January 30, 1907 as the first Thai bank. During its more than 110 years in business, the Bank has played a leading role in providing the financial services needed in Thailand, developing deep expertise. Today, SCB is a leading universal bank, offering deposits and lending and a wide range of other products and services, to meet the needs of all customers. Our retail services include home loans, personal credit, car hire purchase, credit cards, ATM cards, debit cards, currency exchange facilities and overseas remittances as well as investment and insurance products. For corporate and SME customers, the Bank offers cash management-related services, lending products, international trade financing, treasury products, debt and capital market products, corporate advisory, investment banking and other services. Our services are backed by our extensive banking network and continual pursuit of technological innovation. In addition, the Bank's SCB Group includes three major subsidiaries that provide specialized financial services: SCB Securities, SCB Asset Management and SCB Life Assurance. Under the vision to serve as "The Most Admired Bank,” SCB has established a strategic plan called SCB Transformation, designed to dramatically upgrade the Bank's infrastructure and enhance its long-term competitiveness. This transformative plan responds to rapid change in the financial services industry, which is being reshaped by digital technology, regulatory change and new consumer behavior. Following this strategic plan's "Going Upside Down" approach, the Bank will transform its business model and thinking throughout its human resources, work processes, products and technology, enabling breakthrough performance and creating sustainable value for our customers and society
